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Organizational Citizenship Behaviour Islamic Perspective : How is it related to Organizational Culture, Organizational Commitment and Career Development. a. Universitas Negeri Jakarta Abstract The current study analyzes the main determinants of employees finding a new model as a reference for Islamic banking practices, especially in Indonesia. Data was collected using a questionnaire developed with Google Forms and disseminated through online social media. This study used a purposive sampling technique at Post-Merger Islamic Banks in Indonesia, by distributing questionnaires that follow a four-point Likert scale. Questionnaires were distributed to employees with the criteria of respondents being former employees of the three merged banks who had worked for at least 3 years at the previous bank of origin. Tested using Structural Equation Modeling (SEM) Amos 25.0, which resulted in findings that organizational culture has a positive and significant influence on organizational commitment. There is a positive and significant influence of career development on organizational commitment. There is a positive and significant influence of organizational commitment on OCB-IP. There is a positive and significant influence of organizational culture on OCB-IP. There is a positive and significant influence of career development on OCB-IP. This can mean that when career development increases, it will have an impact on increasing OCB-IP. However, organizational culture has no significant effect on career development. Thus it has been proven that organizational culture does not significantly increase career development. The results of the study are expected to be a reference for decision-making parties in improving banking employees and performance, so that they seek to improve OCB-IP by taking into account the factors that influence it. Keywords: OCB-IP, Organizational Culture, Organizational Commitment, Career Development Topic: Management |
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